Posted By Lukasz
Good thread, I will be interested in the answer as well, however I think that you can find other forum where you should seek answer.

Posted By Phizzle
Checked ACAS, couldn't find any specific information.

I was wondering if any fellow practitioners if had any experience of this - seeing as we inevitably get dragged into such situations!

Not a member of any other forums I'm afraid!

Posted By CFT
I won't go into any detail because the question is in fact an HR related one - and as this forum is for workplace H&S - I'll include a comprehensive link that should answer your questions. If not per se, then use the links within for additional clarity.

http://www.direct.gov.uk...ndConditions/DG_10028079

CFT

Posted By sylvia
I'd like to bring this thread back to life, as, although it is HR related, there are local authority safety professionals facing pay cuts, some of up to £8000pa, (about a 30% drop) in one hit, in about a years time. This sounds unbelievable, and let's hope it turns out not to be approved, although I suspect it might ultimately be modified to result in a pay cut of "only" about 10-15%.

This is in the name of "equal pay", from a national agreement in the late 90's and is turning into a real scandal as yet unrecognised by the wider world.

I have wondered if such a proposal could be interpreted as "redundancy" and a case of constructive dismissal brought - although that does require that those affected actually do quit - not an easy decision in times of recession.

There is no information on such a situation on any HR / legal sites I can find, so if anyone has found any reference or info please say.

Posted By Safe System
I was reading an article on this last week..

A large portion of companies (albeit the majority are car companies)have "suggested" 10% pay decreases for staff...

By suggest i mean:

"We are looking at making most of you redundant.. one way we can look at minimising this is for you to take pay decreases."

Most people will take the 10% and carry on working due to job situation but it was mentioned in the article that its good to note that before accepting this option you get it in writing that it will last a maximum of 12 months before pay goes back up again.

As for 30%... ouch..

Posted By Swis
A suggestion…

Why don’t all ‘employed’ safety practitioners give up 10% of their wages to ease off the employers. Also ‘self employed’ could waive off 10% of their fee to help clients beating the recession. What would you say to this?

Posted By GeoffB4
And I would rather you took this topic to a relevant board/forum. I'm really not interested in HR topics that are entirely unrelated to H&S.

Posted By GeoffB4
AUG1 Moderators. This is not a topic for this forum.

Posted By joolz040770
OK - with my HR Hat on ...

A job/jobs can be regraded due restructure of an organisation or a specific department, and employers can offer a similar job at a lesser salary; but a process must be followed.

Sometimes this is the means to an end and is done for good reasons (i.e. to keep people in a job and not have compulsory redundancies), and sometimes it's for other reasons ...

If you want to give me specifics I can provide a better response.

Posted By Linda Crossland-Clarke
Hi folks

No this isn't pure H&S, however, as a manager this sort of information would add to my professional development and capabilities of implementing H&S as a consultant knowing the effects it could have on the general culture of the organisation.

Regards

Linda

Posted By Chris Black
First rant
I hate it when pople self-righteously try to get threads closed. We are here to talk.

Second rant

LA advisers and managers tend to be experienced all-rounders and, in my experience, will probably be well up the pecking order for jobs in other sectors. This means there will be a mass exodus of good people. There will then be a need created and the LAs will have to go to the market for replacements. Finding no-one to fill their roles for the money on offer they will be forced to offer more-meaning they will have lost good people (denying them the benefits of service) for no gain.

Makes perfect sense!

Posted By rayclark1977
As far as I'm aware if an employer wishes to make changes to an employees contract (wages included) then they are legally required to give 90 days notice.
Just a thought...

Posted By Rose Herridge
I think i am right in saying that an employer can change salary levels if they have good reason and cause and this would have to be proven.

A period of negiotiation and consultation is then entered into with the company and employee.
At the end of the consultation period, usually three months a notice period is raised giving the company the right to terminate that contract and re issue another stating the renewed terms
In the event that the employee doesnt agree, then they have the right to raise a formal grievance as long as it is in line with company procedure.
One cautionary note to bear in mind is that in the event of redundancy the new wage limit is the figure payments are calculated on.
i am aware of a local company who negotiated a huge salary cut for its staff one week and when the majority agreed thinking their jobs were safe - the next week, the company liquidated! a sad state of affairs for all staff involved.
More often than not- i am finding the overlap of HR and H&S is getting commonplace. Especially with occupational health and welfare of staff is concerned. Both areas are as important as one another!